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Title:SODNO REŠEVANJE INDIVIDUALNIH DELOVNIH SPOROV
Authors:ID Kotnik, Katarina (Author)
ID Korpič-Horvat, Etelka (Mentor) More about this mentor... New window
Files:.pdf UNI_Kotnik_Katarina_2009.pdf (408,78 KB)
MD5: D45D58EE1E97512763FD7AE26F50C4C4
PID: 20.500.12556/dkum/2a0b7242-42da-42c6-9db4-bd77c627c304
 
Language:Slovenian
Work type:Undergraduate thesis
Organization:PF - Faculty of Law
Abstract:Za delovno razmerje je značilno, da gre praviloma za trajno razmerje med delavcem in delodajalcem, za odvisno razmerje, ki se kaže v podreditvi delavca delovnemu procesu in navodilom s strani delodajalca. Hkrati gre za prostovoljno razmerje, v katerem je delavec posebej varovan, zaradi podrejenega položaja. Prav tako pa je delavčev socialni položaj in položaj njegove družine odvisen od praviloma najpomembnejšega vira dohodka iz naslova plačila za delo. V primeru delovnega spora mora biti delavcu delovno pravno varstvo njegovih pravic in obveznosti iz delovnega razmerja učinkovito zagotovljeno tudi v postopku reševanja tega spora pred delovnimi sodišči. Tako kot velja za druge spore, velja tudi za delovne, da je potrebno njihovo število zmanjševati, jih preprečevati ali se jim izogniti. Ker pa to dostikrat ni mogoče, je potrebno uporabiti vsa sredstva, da bi bil spor čimprej rešen. Čim hitrejša rešitev delovnega spora je v interesu tako delodajalca, ki ga bo v primeru zavlačevanja in končnega uspeha delavca bremenilo nadomestilo plače za ves čas, ko delavec ni delal, kot delavca. Zaradi velikega pripada novih zadev in števila nerešenih zadev iz preteklih let, je čas reševanja delovnih sporov (individualnih in kolektivnih delovnih sporov) na Višjem delovnem in socialnem sodišču v Ljubljani v letu 2007 znašal v 68,7% vseh zadev več kot 6 mesecev, v letu 2006 pa je bil ta odstotek še višji (72,2%). Vendar na trajanje postopka ne vpliva le sodišče, ampak tudi stranke, in sicer z upoštevanjem načela vestnosti in poštenja ter tako, da ne zlorabljajo svojih pravic v postopku. Namen diplomskega dela je podrobneje predstaviti najpogostejši način reševanja individualnih delovnih sporov po naši zakonodaji, to je sodni način. Pred tem pa se je potrebno seznaniti s temeljnimi instituti in pojmi, ki se nanašajo na individualni delovni spor — stranke, organi,… ki bodo tudi predhodno obravnavani.
Keywords:delovno razmerje, delovni spor, individualni delovni spor, sodno varstvo, delovna sodišča, trajanje postopka.
Place of publishing:Maribor
Publisher:[K. Kotnik]
Year of publishing:2009
PID:20.500.12556/DKUM-11661 New window
UDC:349.2(043.2)
COBISS.SI-ID:3981099 New window
NUK URN:URN:SI:UM:DK:E21UTA3U
Publication date in DKUM:15.12.2009
Views:4747
Downloads:596
Metadata:XML DC-XML DC-RDF
Categories:PF
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Secondary language

Language:English
Title:COURT SETTLEMENT OF INDIVIDUAL LABOUR DISPUTES
Abstract:The employment relationship is normally a permanent relationship between the employee and the employer; it is a superior-subordinate work relationship, where employee is subordinated to the working process and to the instructions given by the employer. At the same time it is a voluntary relationship, in which the employee is particularly protected, due to its subordinate position. Likewise, the employee's social position and the status of his family depend on the most important source of income - that is from payment for work. In the case of labour dispute, legal protection of employee's rights and obligations arising from the employment relationship must be effectively ensured to the employee even in the process of settling the dispute before the Labour Court. As well as other disputes, the number of labour disputes needs to be reduced; it is important to prevent them or to avoid them. However, that is often not possible; therefore it is necessary to use all means to settle the dispute as soon as possible. It is in the interest of both, the employee and the employer that labour disputes get settled in the fastest way possible - in the event of delaying and employee's success the employer will have to pay a wage compensation for the entire time the employee has not worked. Due to the large stream of new cases and the number of pending cases from previous years, the time of settling labour disputes (individual and collective labour disputes) in the Higher Labour and Social Court in Ljubljana in 2007 amounted to 68.7% of all cases over 6 months and in 2006 this percentage was even higher (72.2%). However, the duration of the procedure is not influenced only by the court, but also by clients, namely by taking the principle of conscientiousness and honesty into an account and by not abusing their rights in the process. The purpose of diploma work is to present the most common way of settling individual labour disputes according to our legislation in detail - that is in a judicial manner. Before this happens, it is necessary to know the fundamental institutes and concepts concerning the individual labour dispute - the parties, the authorities etc., which are also going to be preliminary discussed.
Keywords:employment relationship, labour dispute, individual labour dispute, judicial protection, labour courts, duration of the procedure.


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